THE NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION · PDF fileThe National Rural Letter...

THE NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Please accept this personal invitation from the NRLCA’s 100,000+ members to join the Organization that can

best provide you the information that will assist you in your position as a Rural Letter Carrier.

The organization is comprised of Rural Carriers working for rural carriers. Please accept this personal invitation

to join TODAY!

Enclosed are some brief examples of what your active membership has waiting for you.

Revised January 2014

The National Rural Letter Carriers’ Association

1630 Duke Street

Alexandria, VA 22314-3467

703-684-5545

Web: www.nrlca.org

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INTRODUCTION

Do you want to learn more about your responsibilities as a rural letter carrier and about the benefits that active membership can provide you? Please read on! The United States Postal Service and the National Rural Letter Carriers’ Association are time honored institutions that provide a “post office on wheels” to the American public on a day-‐to-‐day basis. With the first rural delivery established in 1896, a century of evolution has changed the rural carrier position to what it is today. Without the organizing of the NRLCA in 1903, the part-‐time/full-‐time, newly appointed/veteran carriers would not have the benefits that they receive today in exchange for their labor. The NRLCA needs the support of its members and rural carriers need the NRLCA to successfully continue negotiating wages, benefits and improved working conditions for all rural carriers and the rural carrier craft. Please carefully review this booklet and its brief description of benefits that await you upon your activation of membership in the NRLCA. By following the instructions at the end of this booklet, you will take your first step toward becoming part of a strong, proud organization that provides essential services to the American public. Your membership will also make available to you a vast amount of useful and important information that will further emphasize the uniqueness of our rural carrier craft. We look forward to your positive response to this invitation by your completing the membership application and returning it today. Thank you and Welcome!

The NRLCA National Board, NRLCA State Associations and NRLCA Members

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Table of Contents

Subject: Page NRLCA, Preamble & Purpose 1 NRLCA, why it pays to belong 2 Leave Replacement Benefit Summary 3 The Current Rural Carrier Evaluated Pay System 4 The Evaluated Time Standards Project 5-6 Code of Ethics for Government Service 7 Rural Carrier Duties and Responsibilities 8-21 Commonly Used Acronyms 22 Services Administered by the NRLCA 23 NRLCA sponsored Insurance Programs 24 A Family Organization 25 Federal Tort Claims Act 26 NGIC Insurance Information 27 Atlanta Postal Credit Union 28-29 Frequently asked Questions (FAQ’s) 30 Your pay Stub Explanation 31-40 Summary / Enrollment Instructions 41 Membership Enrollment Form (Tear Off) Attached to Back Cover

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NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Constitution

ARTICLE I Name

The name of this Association shall be the NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION (NRLCA).

ARTICLE II Purpose

The Association is established upon the long-‐recognized need of Rural Letter Carriers to organize and create a united force, advance the interests of all members, ensure job security, enhance opportunities and assure our full share in the success of the United States Postal Service to which we contribute so substantially. The Association shall seek, with all of the resources at its command, to assist its members in the realization of their highest aspirations as workers and as citizens. Such aspirations are our right and shall be protected against all threats, In God We Trust. The Association is dedicated to the discharge of its responsibilities and the achievement of its objectives in accordance with the democratic principles embodied in this Constitution. The object of the Association shall be to improve conditions of labor with the United States Postal Service, advance the methods used by Rural Letter Carriers and promote fraternal spirit among its members. This Association shall not affiliate or merge with any other organization or group without a majority vote of the delegates at a National Convention.

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NRLCA, why it pays to belong...

The National Rural Letter Carriers’ Association (NRLCA) has an effective legislative program in the Congress to promote and protect the interests of rural carriers.

NRLCA holds exclusive recognition to represent the rural carrier craft with the U.S. Postal Service. NRLCA negotiates all labor agreements for the rural carrier craft with the USPS, including wages,

benefits and working conditions. Only the NRLCA can represent members of the rural carrier craft in the grievance procedure, including

providing protection in disciplinary actions. NRLCA has an excellent health insurance program; The Rural Carrier Benefit Plan which includes a

prescription drug benefit program for Regular rural carriers, Part-‐Time Flexible carriers (PTF’s), Retired members, and qualified leave replacements.

NRLCA offers, other than the health programs, some additional insurance programs: Dental (available to all members); Vision (available to all members); Life (for regular and PTF carriers only); Long Term Disability (for regular and PTF carriers only);

NRLCA also offers the Rural Carrier Auto Insurance Plan and the Homeowners’ Insurance Plan. NRLCA provides a monthly publication, The National Rural Letter Carrier, to keep its members

informed on postal and legislative matters of vital interest. NRLCA provides information and fellowship for its members at county, district, state and national

business meetings and at informational meetings where all members may participate in the democratic process of developing NRLCA policy.

NRLCA provides an official web site for its members at www.nrlca.org. It includes accurate, up-‐to-‐date information that affects your job, your wages, and the changing environment of the postal service. Only NRLCA Members can access the full web site.

Because of the union, no rural carrier can be involuntarily reassigned to another craft or job in the postal service. More importantly, because of this union, no employee from another craft can be assigned into the rural craft. We are protected from that by the contract that was negotiated by the NRLCA.

Without the union, any one of us could be subject to lay-‐off. There would be no consideration of seniority or re-‐bidding the routes when an encumbered route was eliminated. If your route was gone-‐you would be, too.

Without the union, any one of us could be reassigned to another craft or job anywhere in the postal service and displaced employees from other crafts could be reassigned as rural carriers, taking future jobs away from our own RCAs.

Only members of the NRLCA are allowed to vote on officers of the union or hold office in the union. Only members of the NRLCA can become union stewards. Only members of the NRLCA can vote on proposed new contracts with the USPS. Only members of the NRLCA have access to union-‐provided assistance with Workers’ Compensation

claims.

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Bargaining Unit Rural Leave Replacement Benefit Summary

Leave Replacements receive negotiated pay raises, as per the National Agreement. (Agreement available to all Members)

Leave Replacements are entitled to work and receive pay for at least the evaluated pay hours of the route when working a full week on their primary assignments, provided the actual work hours do not exceed 40 hours in a work week. Hours worked in excess of 40 hours per work week are paid at straight time for the 40 hours, plus overtime for hours in excess of 40 at your attained hourly rate.

When serving an entire work week, Leave Replacements are entitled to relief days on J and K routes if requested and

approved by local management, or required by local management. In addition, Leave Replacements are eligible to sign up on an established Sunday desired work list.

Leave Replacements assigned to auxiliary routes, or to regular routes where the regular carrier is absent over 90 days, earn annual and sick leave.

Leave Replacements who have earned sick leave can use it to care for or attend to a family member in certain specific

situations.

Leave Replacements who have a predetermined regular schedule may qualify, under the Federal Employees Health Benefits Program (FEHBP), to enroll in the Rural Carrier Benefit Plan by paying the entire premium cost. Leave Replacements who qualify for FEHBP insurance may have pre-‐tax dollars set aside for the entire premium.

Leave Replacements are entitled to apply for the RCBP Health Insurance (Coventry Health Care) the Automobile/

Homeowners Insurance (with NGIC), and Ameritas Group Dental Benefits.

Leave Replacements are covered by the Federal Employees’ Compensation Act (provided illness or injury is job related) and Tort Claims.

Leave Replacements have bidding rights for regular rural carrier positions after one year of continuous service as a Leave

Replacements. Over 50,000 Leave Replacements have bidding rights for regular carrier positions.

Leave Replacements have seniority rights on leave replacement vacancies. Changing from RCR to RCA will not require a new probationary period.

Leave Replacements have the right to merge their office seniority with the seniority in a new office when they transfer with

the route to a new office and finance number.

Leave Replacements have the option to work primary, secondary and tertiary leave replacement assignments and an assigned auxiliary route, or the assigned auxiliary route only, in non-‐formula offices. Qualified Leave Replacements attain seniority for primary, secondary and tertiary assignments on regular routes and seniority on all offered auxiliary routes.

To allow a Leave Replacements a day off, an exception to the relief day worked provisions, allows a regular carrier to

voluntarily work their relief day.

Leave Replacements have the protection of the NRLCA Agreement. The NRLCA has the exclusive right to negotiate labor agreements for all rural craft employees, including salaries. Only NRLCA can represent rural carriers in the Grievance-‐Arbitration process, including providing protection in disciplinary actions, with the U.S. Postal Service. Leave Replacements are provided representation before the U.S. Congress on legislative matters.

As NRLCA members, Leave Replacements are entitled to vote, be an officer, a steward, or a delegate to conventions. As

NRLCA members, Leave Replacements receive the NRLCA’s monthly magazine to keep informed of job-‐related issues. NRLCA is the only Postal Service employee organization publishing a monthly magazine for its members.

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The Current Evaluated Pay System for Rural Carriers

The evaluated pay system established by USPS and NRLCA is unique in the Postal Service, in that rural carriers are not paid for an eight-‐hour day. Rather, each rural carrier is paid a particular annual salary at a point on a sliding scale of "Evaluated Hours" arrived at through mathematical conversion from the "Standard Hours" (total hours and minutes per week) that she/he expends casing and delivering the mail, as recorded by postal managers during a National Mail Count of the particular rural route to which she/he is assigned. Thus, the rural carrier evaluated pay system takes into account the myriad differences and idiosyncrasies among rural routes and between post offices providing rural mail delivery, e.g. mail volume, number of boxes, logistics, demography, geography, etc. The calculations also factor in the three different route classifications for rural mail delivery: “H”, “J”, and “K” routes "H" routes refer to those routes carried six days a week by the regular carrier; "J" routes refer to those routes carried six days a week by the regular carrier one week and five days a week by the regular the next week, with the sixth day every other week carried by a relief carrier; "K" routes are carried five days a week by the regular carrier and one day each week by the relief carrier, [In rural delivery, routes are delivered Monday through Saturday. There is no regular delivery service on Sunday], Article 9.2.C.6 of the National Agreement contains a "Table of Evaluated Hours for Regular Rural Routes" which converts various ranges of total hours and minutes per week or "Standard Hours", as counted during the National Mail Count of a particular H/J/K route, into "Evaluated Hours", by which the annual salary of the regular carrier for that route is established until the next National Mail Count of that route. Within each of the three route classifications (J, H and K), there is a range in standard hours of between 6 and 10 hours. Because the "Table of Evaluated Hours for Regular Rural Routes" equates various ranges and permutations of H/J/K route "Standard Hours" into "Evaluated Hours", escalating from 40 hours pay to 48 hours pay per week, even one minute plus or minus in a route's total hours and minutes per week ("Standard Hours") can make the difference between a higher or lower "Evaluated Hours" pay category for the regular carrier on that particular route. In that connection, the National Agreement shows that there is a spread of more than 17 standard hours per week between the smallest regular rural route listed in the Table of Evaluated Hours for Regular Routes (40:30 "Standard Hours"-‐-‐6.75 hours per day= 41 "Evaluated Hours") and the largest regular route (57:36 "Standard Hours"-‐-‐9.6 hours per day= 48 "Evaluated Hours"). It should also be noted that once an evaluated salary is established for the route, a rural carrier is paid that same salary every pay period until the route is again evaluated, regardless of whether the daily, weekly or monthly work load for that particular route is above or below the standard hours measured during the governing National Mail Count. In short, irrespective of whether rural route casing and delivery takes less time or more time on any given day to day, week to week, or month to month, the rural carrier is paid on the basis of the annual salary set by the results of the most recent National Mail Count of that particular route. The relief carrier, is compensated based "on the evaluation of the regular or auxiliary route served" when they work up to 40 hours per week.

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MEMORANDUM OF UNDERSTANDING BETWEEN

THE UNITED STATES POSTAL SERVICE AND

THE NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION Evaluated Compensation System Time Standards Project It is critical to both parties that the Evaluated Compensation System be fair and reasonable. Presently, the results of periodic mail counts are applied to over 40 time standards to determine the annual evaluation of each of the approximately 73,000 rural routes. The fairness and reasonableness of each assignment’s standard time depends on the accuracy of the time standards and the variance of individual assignments and daily workload from the average day/average assignment that the standards assume. Both parties recognize that some standards are too “loose” and some are too “tight” (i.e., provide more or less time than is necessary to accomplish the specific task). Taken as a whole, the existing standards may fairly compensate many, if not most, of the rural routes. But for many other routes, the standards as a whole do not accurately reflect the time necessary to complete the duties of the route. For some routes, the standards provide too much time. For others, they provide too little time. The proper establishment of time standards is encompassed by scientific principles of work measurement within the field of Industrial Engineering. None of the existing standards, many of which date to 1954, have been established scientifically to ensure that each is individually accurate. The parties each have been advised by leading Industrial Engineers and, as a result of that advice, are convinced that now is the time to properly and thoroughly study and reevaluate all standards in the Evaluated Compensation System and to introduce an electronic on-‐board recorder (EOBR) device on each delivery vehicle that incorporates a global positioning system (GPS), clock timing and communications components to accurately capture vehicle and carrier performance such as route of travel, speed of travel, acceleration/ deceleration, location of stops, and length of stops. To that end, the parties have agreed to jointly undertake an Evaluated Compensation System Time Standards Project in accordance with the following terms: 1. The Project will be headed by a three-‐member Panel. Each party will appoint a member of its choosing within 30 days of the date of the Opinion and Award to which this Memorandum of Understanding is attached as Appendix B. These individuals shall be professional industrial engineers with relevant experience in sound industrial engineering principles and modern computer technology related to work measurement and delivery route design. Within 60 days thereafter, those two Members will select and engage the Chairperson, who shall be a professional Industrial Engineer who possesses the same qualifications. In the event the two members are unable to agree on a Chairperson, a neutral arbitrator who is a member of the National Academy of Arbitrators will decide who will bethe Chairperson.

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2. The Chairperson, with advice and input from the Party-‐appointed Members, will design, within 180 days, a study plan to permit the collection of sufficient data to enable the establishment of time standards, in accordance with generally accepted industrial engineering principles, that fully encompass the work required to be performed by Rural Letter Carriers and provides for the introduction of an electronic on-‐board recorder (EOBR) device on each delivery vehicle as noted above. 3. The Chairperson shall be responsible for the collection of data, the analysis of the data, and the establishment of appropriate time standards and recommendations within the context of the parties’ traditional incentive system. The Chairperson may engage sufficient additional qualified professional industrial engineers and/or necessary staff to accomplish these tasks in a timely manner. The Party-‐appointed Members (or their designees) shall be permitted to observe and comment during the process of collecting and analyzing the data. 4. The Chairperson shall then make a recommendation for a revised Evaluated Compensation System to the parties within the context of the parties’ traditional incentive system. The parties will have thirty (30) days to evaluate and comment on the Chairperson’s recommendation. Within 90 days of the receipt of the parties’ comments, the Chairperson shall make the final determination with regard to the revised Evaluated Compensation System. Both parties agree to be bound by that determination, and the determination shall not be subject to grievance or arbitration by either party. 5. The revised Evaluated Compensation System will be effective with the next scheduled mail count. 6. The parties agree that no standards changes shall be proposed prior to the Chairperson’s final determination of the revised Evaluated Compensation System except that Article 34 may be utilized for any new work functions assigned to rural letter carriers. 7. Thereafter, any future changes or additions to the time standards and other components of the revised Evaluated Compensation System will be established consistent with the processes established by the Chairperson in his final determination with regard to the revised Evaluated Compensation System. The parties agree to renegotiate the provisions of Article 34 so as to reflect the processesdeveloped by the Chairperson’s final determination and to provide that either party may call for a review of one or more standards. 8. The parties will each bear the costs of their respective party-‐appointed Members and their designees. The Postal Service will bear the costs of the Chairperson and other costs of the Project. 9. The parties agree to proceed in good faith and in all due haste so that the revised Evaluated Compensation System will be implemented by May 20, 2015. The parties also recognize that there may be benefits to introducing daily dynamic routing to rural mail delivery. Accordingly, the parties agree to establish a joint team to study the advantages of daily dynamic routing and to identify delivery operations and routes where it is appropriate. The parties agree to proceed in good faith and in all due haste to complete this study by May 20, 2015.

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CODE OF ETHICS FOR GOVERNMENT SERVICE

Any person in Government service should:

I. Put loyalty to the highest moral principles and to country above loyalty to persons, party, or Government department.

II. Uphold the constitution, laws, and regulations of the United States and of all governments therein and never be a party to their evasion.

III. Give a full day’s labor for a full day’s pay; giving earnest effort and best thought to the performance of duties.

IV. Seek to find and employ more efficient and economical ways of getting tasks accomplished.

V. Never discriminate unfairly by the dispensing of special favors or privileges to anyone, whether for remuneration or not; and never accept, for himself or herself or for family members, favors or benefits under circumstances which might be construed by reasonable persons as influencing the performance of governmental duties.

VI. Make no private promises of any kind binding upon the duties of office, since a Government employee has no private word which can be binding on public duty.

VII. Engage in no business with the Government, either directly or indirectly, which is inconsistent with the conscientious performance of governmental duties.

VIII. Never use any information gained confidentially in the performance of governmental duties as a means of making private profit.

IX. Expose corruption wherever discovered.

X. Uphold these principles, ever conscious that public office is a public trust.

Your agency ethics official and the Office of Government Ethics are available to answer questions on conflicts of interest.

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COMMONLY USED ACRONYMS IN THE POSTAL COMMUNITY Abbreviations and their meanings for commonly used terms

Acronym: A word formed from the initial letters of a name, as WAC for Women’s Army Corps, or by combining initial letters or parts of a series of words, as radar for radio detecting and ranging. We use many acronyms in our everyday work life and personal life. However, since there are so many, we may not be familiar with the meaning of all of them. The following list is meant to help you with some of the terms you may be hearing during your day. It is in no way meant to be complete. We ask you to send your own additions to NRLCA Managing Editor at the national office for inclusion in periodic updates in the national magazine. -‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐-‐ ACS Address Change Service MPOO Manager, Post Office Operations AMS Address Management System MSPB Merit Systems Protection Board AO Associate Post Office NALC National Association of Letter Carriers, AFL-‐CIO AP Accounting Period NAPS National Association of Postal Supervisors AUX Auxiliary Carrier or Route NAPUS National Association of Postmasters of the

United States BBM Bulk Business Mail NCOA National Change of Address System BC Barcode NDCBU Neighborhood Delivery Collection Box Unit BCR Barcode Reader NLP National League of Postmasters BCS Barcode Sorter NLRB National Labor Relations Board BMC Bulk Mail Center NPMHU National Postal Mail handlers Union, AFL-‐CIO BRM Business Reply Mail NRLCA National Rural Letter Carriers’ Association CDS Contract Delivery Service NRO Non-‐Resident Officer CFS Computerized Forwarding System OCR/CS Optical Character Reader/Channel Sorter COD Collect on Delivery OIC Officer in Charge COLA Cost-‐of-‐Living-‐Adjustment OPF Official Personnel Folder CR Carrier Route OPM U.S. Office of Personnel Management CRIS Carrier Route Information System OWCP Office of Workers’ Compensation Programs,

U.S. Department of Labor CSA Customer Service Analyst P&DC Processing and Distribution Center CSA Civil Service Annuity PAC Political Action Committee CSRS Civil Service Retirement System PDC Postal Data Center (Eagan, MN) DDU Destination Delivery Unit PEDC Postal Employee Development Center DMM Domestic Mail Manual PMG Postmaster General DPBC Delivery Point Barcode POM Postal Operations Manual DPS Delivery Point Sequence POOM Post Office Operations Manager EAP Employee Assistance Program POS Point of Service (health insurance) ELM Employee and Labor Relations Manual POS Point of Sale SystemEMA Equipment Maintenance Allowance POSTNET Postal Numeric Encoding TechniqueFCM First-‐Class Mail PRC Postal Rate Commission FEHBP Federal Employees’ Health Benefits Program PSM Parcel Sorting Machine FERS Federal Employees’ Retirement System PTF Part-‐time Flexible Carrier FLSA Fair labor Standards Act RAPS Rural Adjustment Processing System FLTS Flats RCA Rural Carrier Associate FSM Flat Sorting Machine RCBP Rural Carrier Benefit Plan FSS Flat Sequencing System RCR Rural Carrier Relief Employee HCR Highway Contract Route RR Rural Route IMD Intelligent Mobile Device RTAPS Rural Time and Attendance System LLV Long-‐Life Vehicle SPLY Same Period Last Year LOT Line-‐of-‐Travel SPR Small parcels and Rolls LTC Long-‐Term Care TSP Thrift Savings Plan LTD Long-‐Term Disability Income Insurance UAA Undeliverable As Addressed LWOP Leave Without Pay USPS United States Postal Service MDC Material Distribution Center VOB Voice of the Business MLOCR Multiline Optical Character Reader VOC Voice of the Customer MOPS Manager of Operations Programs Support VOE Voice of the Employee MOU Memorandum of Understanding WABCR Wide Area Barcode Reader MPFSM Multi-‐Position Flat Sorting Machine ZIP Zone Improvement Plan 22

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SERVICES ADMINISTERED BY THE NRLCA

LABOR RELATIONS The National Rural Letter Carriers’ Association has been recognized and certified as the exclusive bargaining representative of all employees in the bargaining unit. In plain English, this means that the NRLCA (the Union) is the only entity that is authorized to process grievances for rural carrier craft members and to ensure the Employer’s adherence to the contract. Along with the recognition as the sole representative of all employees in the bargaining unit comes the legal responsibility of the Union pursuant to the National Labor Relations Act to fulfill its “Duty of Fair Representation” (DFR). In order to meet its statutory obligation and to live up to a self-‐imposed organizational commitment that far exceeds the legal standard necessary to satisfy the duty of fair representation, the NRLCA devotes a large portion of its resources within its National Steward System to the development and training of its stewards at all levels. These individuals are overseen by the NRLCA’s Labor Relations and Steward Operations Departments specifically, and by the National Board generally. The NRLCA is very proud of the quality of the duty of fair representation that has been its hallmark since the inception of its right to be a union.

ADMINISTRATIVE The National Rural Letter Carriers’ Association is a business within itself in representing the day-‐to-‐day interests of its members. By its definition as a labor union by the Department of Labor and classified as a not-‐for-‐profit organization by the Internal Revenue Service, there are certain legal obligations placed upon it much like with any other business that must be administered daily. This is done by 9 elected active rural carriers who serve as the National Board with a staff at the headquarters office of approximately 30 individuals who are responsible for the day-‐to-‐day operations of the organization. In addition to the aforementioned individuals, the NRLCA retains legal counsel to aid in the responsibility of DFR to the members and to provide legal protection to the members’ equity.

LEGISLATIVE Prior to the enactment of the Postal Reorganization Act in 1970, all salaries and fringe benefits such as retirement, health insurance, worker compensation benefits, etc. were secured by an act of Congress. Since the 1970 Postal Reorganization, we negotiate salaries, health benefits, and working conditions directly with the USPS. However, many benefits that we enjoy as federal employees still come under the jurisdiction of Congress. Retirement, EMA tax provisions, etc. are examples of some of the areas over which Congress still retains authority. A strong grass roots effort must be pursued daily to make sure that our voice is heard on Capitol Hill on pending legislation that could adversely affect our active and retired rural carriers. The Association has proudly maintained a bi-‐partisan approach to members of Congress to represent the interests of our members.

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Insurance Services

Endorsed by the NRLCA

The National Rural Letter Carriers’ Association (NRLCA) sponsors and endorses a number of insurance plans to meet the needs of its members. The Association has coverage available for its members for medical care, dental care, vision care, disability income and life insurance. Here is a brief description of what the Association offers to meet its member’s insurance needs:

· Medical Care: The NRLCA sponsors a health insurance plan for its members; the Rural Carrier Benefit Plan (RCBP).

o The RCBP is part of the Federal Employees Health Benefits Program and is available to Regular

rural carriers and Part-‐Time Flex rural carriers (PTF) members, and qualified Leave Replacements. Coventry Health Care backs the RCBP.

· Dental Care: The NRLCA sponsors a Dental Plan with several levels of coverage that is available to all

members. The plan provides for levels of coverage from routine preventive care (exam and cleaning) to major restorations (crowns, bridges and dentures). The Ameritas Group backs the NRLCA dental Plan.

· Vision Care: The NRLCA sponsors a Vision Plan that provides vision care for routine eye exams, contact

lenses, eye glasses and frames. The Vision Plan is available to all NRLCA members. The Vision Service Plan (VSP) backs the NRLCA Vision Plan.

· Disability Income Insurance: The NRLCA sponsors a Long-‐Term Disability Income Plan to provide

protection for loss of income from an illness or injury (away from the job) that prevent a rural carrier from working. The Disability Income Plan is available to Regular and PTF rural carriers that are NRLCA members. The CIGNA Insurance Company backs the NRLCA Disability Income Plan.

· Life Insurance: The NRLCA sponsors a term life insurance plan that is available to all members under

age 60. The NRLCA Life Insurance Plan has a variety of coverage levels, including family coverage for a spouse and dependent children. The CIGNA Insurance Company backs the NRLCA Life Insurance Plan.

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NRLCA

FAMILY ORGANIZATION

The National Rural Letter Carriers’ Association is a family involved organization that is supported independently by its Auxiliary and Junior organizations. Of the 100,000+ regular, relief and retired rural carrier members, all are united by a common work ethic and a solid core of shared family values. Many of the members participate in civic affairs within their community and/or hold offices on school boards and other community organizations. These individuals, by their local involvement, are able to keep abreast of policy and societal changes that could affect their rural carrier craft. Thus, they are able to quickly respond to their representatives about adverse legislation. Assisting the Association in its legislative endeavors are the Auxiliary and Junior organizations. The Auxiliary is comprised of the spouses of rural carriers who work as a conduit for legislative writing campaigns, phone calls, and face-‐to-‐face meetings as necessary to help protect rural carrier interests. In addition to raising money for a nationally selected humanitarian project, the Auxiliary also educates on the issues of safety and Americanism. Further, through its state and national levels, the Auxiliary administers scholarships each year for its Juniors. All in all, the Auxiliary serves to fortify the family unit between the three internal organizations. The Juniors organization is comprised of children and grandchildren of rural carriers. The Juniors help the Auxiliary in their letter writing efforts and with their humanitarian projects. They also participate in an “Americanism” program selected each year by the National Auxiliary President. By conducting their own meetings, the Juniors learn leadership skills and the use of parliamentary procedures. The discipline, cooperation and genuine concern shown by the Association’s active family members throughout the years has not waned but strengthened. The strong values possessed by this Association along with a sincere desire to improve the quality of life for all rural carriers and their families are what keep us working together in harmony.

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FAQ’s

Q: Are the duties of a Rural Leave Replacement the same as a Regular Rural Carrier?

A: For the most part, yes. Because of the part time nature of the job, there are some duties that can be required of Rural Leave Replacements that cannot be required of a Regular Rural Carrier; but, otherwise the duties and responsibilities of Rural Leave Replacements are the same as those of a Regular Rural Carrier. Handbook PO-‐603 defines the duties and responsibilities of a Rural Carrier and provides instructions for carrying out those duties and responsibilities. (Ref. PO-‐603)

Q: Why are there duties that Rural Leave Replacements can be required to perform that Regular Rural Carriers cannot be required to perform?

A: There is a difference because of the provisions of the Fair Labor Standard Act that cover the Regular Rural Carrier and Rural Leave Replacements. Regular Rural Carriers are covered by FLSA Section 7(b)(2) and Rural Leave Replacements are covered by FLSA Section 7(a). (Ref. Article 9.2.A of the USPS/NRLCA National Agreement)

Q: Are there special provisions in the contract that cover Leave Replacements?

A: Yes. Article 30 Section 2 of the USPS/NRLCA National Agreement lists the special provisions for Part-‐time Flexible Rural Carriers, Substitutes, Rural Carrier Associates, Rural Carrier Relief Employees, and Auxiliary Rural Carriers. (Ref. Article 30.2 of the USPS/NRLCA National Agreement)

Q: I am an RCA. My supervisor told me I am not allowed access to the grievance process because I am not a career employee. Is my supervisor correct?

A: No, your supervisor is not correct. Part-‐time flexible rural carriers, substitutes, rural carrier associates, rural carrier relief employees, and auxiliary rural carriers shall have access to Article 15, to appeal an alleged violation of the applicable provision of Article 30 or the applicable provisions of any other Article in which they are specifically named. (Ref. Article 30.2N of the USPS/NRLCA National Agreement)

Q: Do rural carriers have a “dress code”?

A: No. Generally speaking, rural carriers have a great deal of latitude when determining their attire. The PO-‐603 in Section 120 states that a rural carrier should present a neat, clean, and professional appearance reflecting a positive image. Handbook EL-‐814, Postal Employee’s Guide to Safety, suggests in Section IV that carriers wear sensible, properly fitting clothing to work. Carriers must wear approved, appropriate footwear.

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SUMMARY

This Booklet has provided an overview of why our members believe so strongly that it pays to belong to the NRLCA. The NRLCA is committed to uphold the principles of its preamble and purpose while promoting the services of the USPS to the American people. Again, with the examples given in this booklet, you can also see the vast responsibilities of a rural carrier and the large amount of internal services the NRLCA provides to our membership. The NRLCA will continue to strive in its goals of educating and representing its members so that they have the needed tools with which to make career decisions that affect the member and their families. We hope now that you will accept this personal invitation to join the ranks of over 100,000+ members by continuing with the enrollment process described below. Thank you!

EASY ENROLLMENT When considering membership enrollment in an organization you would ask, what’s the cost? For relief carriers, the nationwide average is $8.41 per pay period. For regular carriers, the nationwide average is $22.77 per pay period. Relief carriers must remember that if they do not work in a pay period, there is, of course, no deduction of dues for that pay period. Also, there is no retroactive assessment of dues not withheld when they return to work in future pay period. Now for the enrollment!

(1) Simply detach the NRLCA Form 1187 on the following page along the perforated line.

(2) Enter the requested information into the blocks as indicated. Please print clearly. (If you are newly hired, you may not know your Employee ID number, postal installation where employed, or zip code of installation and / or installation finance number. You may submit the form without this information; however, the processing of your enrollment may be delayed until we obtain that data.)

(3) Sign and date the form where indicated and include your phone number, if possible (It helps if we need to contact you).

(4) Fold the form in half as indicated and seal it. Then, simply drop it in the mail. You’re done!

(5) Once we receive the membership application and get it processed, your benefits of membership begin. Also, a membership packet will be sent to you along with a copy of the current USPS / NRLCA National Agreement.

41


1630 Duke Street


703-684-5545

Web: www.nrlca.org


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to join TODAY!




1630 Duke Street


703-684-5545

Web: www.nrlca.org


Page Left Blank

Notes:





to join TODAY!



THE NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION · PDF fileThe National Rural Letter...

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Transcript of THE NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION · PDF fileThe National Rural Letter...